1. Does an employer have any legal right to discipline or discharge an employee for comments the employee makes about the company?

2. If you were representing the company in this case and the NLRB regional director asked if you would be willing to settle the union’s charges voluntarily, would you do so or would you insist on your legal right to a formal NLRB hearing on the charges.Explain your reasoning.

3. Did the company commit an unfair labor practice by:discharging Nelson for her Facebook postings, denying Nelson an opportunity to meet with her local union representative during an investigatory meeting with her supervisor, or

1. Should the NFL Players’ Association be permitted to purchase add time for the purpose of broadcasting a message seeking public support for its position during labor negotiations?

2. What do you think about the union strategy of attempting to communicate its position to the public through the use of television media? If permitted, would the strategy likely be successful from the union’s point of view?

3. Should NFL owners protest the union’s attempted use of the media to communicate its position directly to the public, should the owners prepare a commercial message of their own for possible broadcast, or should the owners say nothing and avoid the issue? Explain your rationale.

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Complete Case Study, “The Right to Strike,”

Answer the three questions posed at the end of the case description

Questions

1. Does the work stoppage by the truck drivers in this case represent an economic strike or an unfair labor practice strike?

2. What is the difference between the reinstatement rights of an unfair labor practice striker and an economic striker?

3. Did the employer unlawfully discharge the four truck drivers who never returned to work? Explain your reasoning.